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Policy and Procedures Handbook 2017

Welcome to the Team!


On behalf of your colleagues, we welcome you to the organization and wish you every success here.

We believe that each employee contributes directly to THM growth and success, and we hope you will take pride
in being a member of our team. Also, we want to have each team member portray the THM mission which states
that our organization establishes, protects, and manages successful businesses, while creating rewarding relation-
ships with our team and our clients.

The handbook was developed to describe some of the expectations of our employees and to outline the policies,
programs, and benefits available to eligible employees. Employees should familiarize themselves with the con-
tents of the employee handbook as soon as possible, for it will answer many questions about employment with
the company.

This handbook and the information in it should be treated as confidential. No portion of this handbook should
be disclosed to others, except THM Remodeling Services (THM) employees and others affiliated with THM
whose knowledge of the information is required in the normal course of business.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!

Sincerely,
THM Remodeling Services
Table of Contents

Nature of Employment & Diversity


Equal Employment Opportunity.................................................................................................................................................1
Immigration Law Compliance......................................................................................................................................................1
Americans with Disabilities Act (ADA)......................................................................................................................................1
Anti-Harassment Policy.................................................................................................................................................................2
Definitions of Harassment............................................................................................................................................................2
Complaint Process..........................................................................................................................................................................2
Employee Dating Policy.................................................................................................................................................................3
Procedures........................................................................................................................................................................................3

Employment
Payroll...............................................................................................................................................................................................4
Piece Rate.........................................................................................................................................................................................4
Hourly...............................................................................................................................................................................................4
Time Keeping/Electronic Time Cards........................................................................................................................................4
Scheduling........................................................................................................................................................................................4
Time Off ..........................................................................................................................................................................................4
Excused.............................................................................................................................................................................................5
Unexcused........................................................................................................................................................................................5
Unpaid .............................................................................................................................................................................................5
Paid Holidays...................................................................................................................................................................................5
Paid Holidays are as follows:.........................................................................................................................................................5
Unpaid Holidays are as follows (office closures):......................................................................................................................5
Dress Code.......................................................................................................................................................................................6
Shirts.................................................................................................................................................................................................6
Other Clothing................................................................................................................................................................................6
Violations.........................................................................................................................................................................................6
Deductions from Pay......................................................................................................................................................................6
Side Work and Conflict of Interest..............................................................................................................................................7
Non-Disclosure...............................................................................................................................................................................7
Safety
Training.............................................................................................................................................................................................9
PPE Policy........................................................................................................................................................................................9
Safety Glasses..................................................................................................................................................................................9
Hearing Protection..........................................................................................................................................................................9
Particle Masks .................................................................................................................................................................................9
Hard Hats.........................................................................................................................................................................................9
Gloves............................................................................................................................................................................................ 10
Other.............................................................................................................................................................................................. 10
Safety in the Workplace............................................................................................................................................................... 10
Tools .............................................................................................................................................................................................. 10
Company Vehicles........................................................................................................................................................................ 11
Fuel & Maintenance ................................................................................................................................................................... 11
Personal Vehicles/Drivers License........................................................................................................................................... 11
Gas Cards...................................................................................................................................................................................... 11
Vendor Accounts/Credit Card Use.......................................................................................................................................... 11
Phone sale process....................................................................................................................................................................... 12
Substance Abuse/Screening....................................................................................................................................................... 12
The following work rules apply to all employees:................................................................................................................... 12
Required Testing........................................................................................................................................................................... 12
Confidentiality.............................................................................................................................................................................. 12
Inspections.................................................................................................................................................................................... 13
Disciplinary Actions.................................................................................................................................................................... 13

THM Tool List

Employee Handbook Acknowledgement


Nature of Employment & Diversity
This handbook gives a general understanding of the personnel policies of THM Remodeling Services (THM). It
should help to answer many common questions.The employee (you) should review the policies in the handbook and
become familiar with them.
However, this handbook cannot cover every situation or answer every question(s) about employment at THM. This
handbook is also not an employment contract and is not intended to create contractual obligations of any kind.
You became an employee at THM voluntarily and your employment is at will. At will means that you may
terminate your employment at any time, with or without cause or advanced notice. Likewise, at will means that
THM may terminate your employment at any time, with or without cause or advanced notice, as long as we do not
violate federal or state laws.
Sometimes we may need to change, add, or cancel policies or benefits. We want you to know that this could happen
and that THM has the right to make changes. The only exception is that we will not change our employment-at-will
policy. The only official changes to this handbook are changes that are authorized and signed by the chief executive
office of THM.

Equal Employment Opportunity


THM provides equal employment opportunities (EEO) to all employees and applicants for employment without
regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic
information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state, and
local laws. THM complies with applicable state and local laws governing nondiscrimination in employment in every
location in which THM has facilities. This policy applies to all terms and conditions of employment, including
hiring, placement, promotion, termination, layoff, recall and transfer, leaves of absence, compensation, and training.
THM expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual
orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the
ability of THM employees to perform their expected job duties is absolutely not tolerated.

Immigration Law Compliance


THM is committed to employing only those who are United States Citizens or aliens legally authorized to work in
the united States. We do not illegally discriminate because of a persons citizenship or national origin.
Because we comply with the Immigration Reform and Control Act of 1986, every new employee at THM is
required to complete the Employment Eligibility Verification Form I-9 and show documents that prove identity and
employment eligibility.
If you leave THM and are rehired, you must complete another Form I-9 if the previous I-9 with THM is more than
three years old, if the original I-9 is not accurate anymore, or if we no longer have the original I-9.
If you have questions or want additional information on the immigration laws, contact the Payroll department. If
you have additional questions or comments about the immigration law, you will not be penalized in any way.

Americans with Disabilities Act (ADA)


The Americans with Disabilities Act (ADA) and the americans with Disabilities Amendments Act, known as the
ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants
and individuals with disabilities and that when needed provide reasonable accommodations to applicants and
employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the
essential job duties of the position.

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It is the policy of THM to comply with all federal and state laws concerning the employment of persons with
disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity
Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with
disabilities in regard to application procedures, hiring advancement, discharge, compensation, training or other
terms, conditions, and privileges of employment.
THM will reasonably accommodate qualified individuals with a disability so that they can perform the essential
functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the
threat cannot be eliminated by reasonable accommodation and/or if the accommodation created an undue hardship
to THM. Contact Kris with any questions or requests for accommodation.

Anti-Harassment Policy
THM is committed to a work environment in which all individuals are treated with respect and dignity. Each
individual has the right to work in a professional atmosphere that promotes equal employment opportunities and
prohibits unlawful discriminatory practices, including harassment. Therefore, THM expects that all relationships
among persons in the office will be business-like and free of bias, prejudice, and harassment.
It is the policy of THM to ensure equal employment opportunity without discrimination or harassment on the
basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic
information, marital status, amnesty, or status as a covered veteran. THM prohibits any such discrimination or
harassment.
THM encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of THM to
promptly and thoroughly investigate such reports. THM prohibits retaliation against any individual who reports
discrimination or harassment or who participates in an investigation of such reports.

Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. For the purposes
of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines,
as; unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a secual nature
when, for example:
Submissions to such conduct is made either explicitly or implicitly a term or condition of an individuals
employment.
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions
affecting such individual;
Or such conduct has the purpose or effect of unreasonably interfering with an individuals work
performance or creating an intimidating, hostile, or offensive working environment.

Complaint Process
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe
they have witnessed such conduct should discuss their concerns with their immediate supervisor, Human Resources,
of any member or management.
Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly. The
investigation may include individual interviews with the parties involved and, where necessary, with individuals
who may have observed the alleged conduct or may have other relevant knowledge. Investigations could lead to
Administrative leave or up to termination. Violations could lead to corrective action including but not limited to
unpaid leave or termination of employment. (replaces investigations could lead to Administrative leave or up to
termination.

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Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate
investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation
of a claim of harassment of discrimination is a serious violation of this policy and, like harassment or
discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and
will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination, or retaliation will be dealt with appropriately.
False and malicious complaints of harassment, discrimination, or retaliation may be the subject of appropriate
disciplinary action.

Employee Dating Policy


THM strongly believes that a work environment where employees maintain clear boundaries between employee
personnel and business interactions is most effective for conducting business and enhancing productivity. Although
this policy does not prevent the development of friendships or romantic relationships between co-workers, it
does establish boundaries as to how relationships are conducted during working hours and within the working
environment.
This policy does not preclude or interfere with the rights of employees protected by the National Labor Relations
Act or any other applicable statute concerning the employment relationship. Please see THMs Consensual
Romance in the WorkPlace Agreement for disciplinary actions.

Procedures
During working time and in the working areas, employees are expected to conduct themselves in an appropriate
workplace manner that does not interfere with others or with overall productivity.
During non working time, such as lunches, breaks, and before and after work periods, employees engaging in
personal exchanges in non-work areas should observe an appropriate workplace manner to avoid offending other
workers or putting others in an uncomfortable position.
Employees are strictly prohibited from engaging in physical contact that would in any way be deemed inappropriate
by a reasonable person while anywhere on company premises, whether during working hours or not.
Employees who allow personal relationships with co-workers to adversely affect the work environment will be
subject to the appropriate provisions of THMs disciplinary policy, including counseling for minor problems. Failure
to change behavior and maintain expected work responsibilities is viewed as a serious disciplinary matter.
Employees must sign and agree to the THM Consensual Romance in the Workplace Agreement (Love Contract).

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Employment

Payroll
Employees are paid on a piece rate and/or hourly basis.

Piece Rate
Piece Rate is assigned based on the employee and the job. Employees will receive piece rate tickets that specify the
job and how many hours are allocated to completing that task. The employee will be paid for those intended hours.
If the employees completes the job in less time than what is listed on the ticket, they are still entitled to payment
for the amount of hours listed on the ticket. Piece rate tickets are subject to change based on employee availability,
change in scope of project, or schedule.

Hourly
Employees are required to clock in as hourly unless they are working under a piece rate ticket.

Time Keeping/Electronic Time Cards


The employee is responsible for adding the mobile application, Buildertrend, to their personal portable device.
While employed with THM, the employee using the mobile app MUST have navigation settings turned on at all
times. Workstations or computer equivalent will be available for those who do not have access to the mobile app.
The employee will be assigned login credentials and will be responsible for the information to complete time cards.
If Buildertrend has an error, let Kris know the day of the issue. Payroll WILL NOT BE delayed for late time card
adjustments or missing punches. Missed or inaccurate time reporting will be made up the following pay day. The
additional hours cannot be accumulated as overtime. Failure to adhere to this policy or inappropriate conduct or
misuse of the electronic time card system can lead to disciplinary action or termination.

Scheduling
Schedules are subject to change based on workload and staffing needs. Mandatory overtime may be required as our
workload increases.
Start hours will depend upon job and time of year.
Winter hours start at 8:00 am
Summer hours start at 7:00 am

The expected work day is 8 hours.


You will be automatically charged a hour for lunch after working 6 hours hourly. The work day begins and ends
at the shop/showroom unless otherwise coordinated with your manager. At the end of your shift meet with your
project manager.
Two 10 minute breaks are allowed as time permits. Drive time to and from the work site is unpaid unless the
employee leaves and returns from and to the THM showroom/shop.

Time Off
Time off is permitted as workload and current projects allow.

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Excused
Time off is excused if it is scheduled in advance; 3 business days. Ie. vacation, appointments, etc.

Unexcused
Time off is unexcused if not scheduled in advance; i.e. illness, forgotten advance requests. Three or more unexcused
days may result in disciplinary action and may lead to termination.

Unpaid
Unpaid time off is limited to 96 hours per calendar year (equivalent of 12 days) and may be taken in hourly
increments.
All time off must be reported to Kris, NO EXCEPTIONS. If time taken is not indicated as paid, it will be tracked
and reported as unpaid. Only the Office Administrator can apply time off in the system.
During the employees first 90 days, there can be no more than 16 hours taken. Thm initiated time off (excuses)
does not affect the 96 hour limitation or time off. THM unpaid days off (i.e. Black Friday and Christmas Eve)
also does not affect the 96-hour time off limitation. If employee has more than 16 unexcused hours absent during
this time, it may lead to termination.

Paid Holidays
Employee paid holiday eligibility is contingent upon the successful completion of the 90-day probation period.
Holidays are not paid if UNSCHEDULED time off is taken on the days immediately before and after the holiday.
In the event of reported illness, management will determine if the employee is eligible for PAID holiday time.
No overtime pay or increased pay scale will be applied to an employee volunteering to work on a paid holiday,
normal hourly wages will be paid.

Paid Holidays are as follows:


New Years Day
Thanksgiving Day
Christmas Day
Independence Day
Labor Day

Unpaid Holidays are as follows (office closures):


Day after Thanksgiving
Christmas Eve
*If the noted holiday occurs on a Saturday it will be recognized on the preceding Friday. If the holiday falls on a
Sunday it will be recognized on the following Monday.

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Dress Code
Shirts
Field Crew is required to wear a THM HIGH visual (yellow) shirt on the job site daily. Office staff is required to
wear business casual. If you choose to wear a THM polo shirt to work, you will be required to wear a high visual
vest at all times on your job site. All employees will be required to purchase their own high visual vests. New
employees will be provided with two THM shirts. Use of the THM logo on any personal clothing needs to be
approved by Kris only.
THM shirts are available for purchase at the office. Employees have the option to have the payment for a THM
shirt to be deducted from the employees check.
Additional t-shirts, long-sleeve t-shirts, hoodies, hats and beanies are available for purchase. See the Office Manager
and complete a form if you desire more than the issued t-shirts with the THM logo.

Other Clothing
Wear appropriate footwear for the work site. Wear appropriate pants and shorts for the job. Knee pads, respiratory
aides, protective eyewear, gloves, and other safety gear will be determined per job. Employees should consider
having most of these items on hand at all times. Clothing cannot have rips or tears and must fit appropriately so
that undergarments cannot be seen. When a job site requires a high visual vest shirt, both MUST be worn. If not,
then high visual approved by THM is acceptable.
Facial Piercings must be removed unless approved by management. Tattoos must be covered unless management
determines that they may be visible.

Violations
Dress code policy violations at the job site will be immediately addressed and the employee will be required to leave
the job site and correct the violation before returning. Employees will not be paid for time taken to correct dress
code violations. If the employee has 3 or more violations of the dress code policy, it can/will result in termination.

Deductions from Pay


All deductions from an employees wages shall be in accordance with applicable law and, when required, the
employees consent. By signing the employee handbook, the employee is acknowledging these policies and
procedures.
The following items WILL be deducted:
Clothing items purchased from the office can be deducted from paycheck at the employees request.
$2000 deductible or cost of repair in the event that:
A company vehicle is wrecked
Damage is done to any THM property
Damage done to customer property
(Whichever is less)
THM tools do not get returned, the cost of the tool will need to be paid through payroll immediately, or the
tool will need to be replaced immediately, otherwise the price of the tool will be deducted from the employees
paycheck.
Any damage done to THM property will be assessed and employee will be held responsible for paying for all
damages.

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Employee Conduct and Work Ethic
At the job site, THM employees are expected to behave professionally, regardless of the Owner being on the site or
not. Professionalism includes but is not limited to:
Do not use profanity
Do not engage in unprofessional conduct
presentable grooming and attire (see Dress Code)
No cigarettes are to be left on the job site
No smoking or E-Cigs are allowed within 15 ft. of the job site
Use of radios if permitted, but appropriate music, content, and volume is expected
Customer conversations should be brief and job-related
No use of alcohol or illegal substances

Customer questions and concerns must be addressed by the project manager. Decisions about the job, changes to
the scope or work, or concerns of any kind must be addressed by a project manager.
Customer property must be respected at ALL TIMES. Never use a customer-provided tool or device.
*If you damage a customers property in violation of this rule, YOU will be required to replace it (see deductible
policy)
Minimize work site dust as much as possible, i.e. use fans, tarps, open windows, etc. Never assume items from a
customers demolition are garbage without verifying with the customer.
KEEP THE JOBSITE AS CLEAN AS POSSIBLE (this is our biggest complaint)
Put away tools that are not in use at the job site.
Remove trash from the job site daily
Keep van doors closed at all times
Everyone is required to clean the job site; regardless of the assigned task.

Side Work and Conflict of Interest


It is THMs policy that side work cannot be performed for any past, current, or future client. Side work cannot
be accepted for any client that declined a project bit THM completed. Side work that involves clients or potential
clients constitutes a potential conflict of interest for THM and consists of any work that is also a service offered by
THM Due to this, employees are prohibited from conducting any side work during their employment with THM.
Violation of the side work policy may be grounds for immediate termination without disciplinary action.

Non-Disclosure
The protection of confidential business information and trade secrets is vital to the interests and the success of
THM. Such confidential information includes, but is not limited to, the following examples:
Computer programs and codes
Customer lists
Financial information
Marketing strategies
New Materials research
Technological data
Trade Secrets
If you improperly use or disclose a trade secret or confidential business information, you will be subject to

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disciplinary action, up to and including termination of employment and legal action. This applies even if you do
not get any benefit from releasing the information. It is essential for all employees to realize that this information
is proprietary and is the property of THM. Keeping this information confidential is a specific condition of your
employment.
If it appears that an employee has disclosed (or has threatened to disclose) information in violation of this
agreement, THM shall be entitled to an injunction to restrain the employee from disclosing, in whole or part, such
information, or from providing any services to any party to whom such information has been disclosed or may be
disclosed.
Unless there is a written contract to the contrary, any work produced during your employment with this company is
considered work for hire and the rights to such work belong to the THM.

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Safety

Training
Training is mostly conducted on the job. New employees have a 90 day probation period. After your 90 days, you
will have a job review. During the first 90 days of employment, you will be scheduled on a variety of jobs/tasks to
learn the THM quality process. Your success with THM is contingent upon asking questions, seeking clarification,
and paying attention to your THM peers and mentors.
Continuing Education is encouraged and supported throughout the calendar year. The employee must see
management for approval for time off for all related employee training.
THM will post upcoming job related trainings to attend. This will be posted out in the shop and in the office. THM
may require you to attend a specific training.

PPE Policy
It is THMs goal to provide a safe work environment. However, it is the employees responsibility to wear proper
Personal Protective Equipment.

Safety Glasses
Safety glasses will be worn on all THM job sites, by all employees, at all times. Failure to do so may result in:
First offense verbal warning
Second offense possible written warning
Third offense possible termination.
THM will provide safety glasses to every employee up to three times every 30 days as needed. Employee must
return damaged or overused safety glasses to their safety coordinator or project manager when new safety glasses
are needed. Failure to return damaged or overly worn glasses may result in: a $15 charge to the employee to
purchase new safety glasses.
THM is not responsible for the purchase of prescription protective eyewear. However, we will provide visitor safety
glasses under the same stipulation as the above stated safety glasses policy.

Hearing Protection
THM will provide hearing protection to all employees. However, limited to earplugs only. Noise monitoring will be
the employees responsibility and at the employees discretion to use hearing protection when needed. Earplugs will
be available through your THM safety coordinator or project manager.

Particle Masks
THM will provide particle masks to all employees on specific jobs as needed. However it is up to the discretion of
the employee to determine when particle masks are needed. It is the employees responsibility to acquire particle
masks prior to leaving the office. If an employee forgets their mask at the office, they are required to return to
the office to get it. During this time, the employee is required to clock out. Particle masks are limited and will be
available at the THM office through your safety coordinator or project manager.

Hard Hats
All THM field vehicles are required to carry two hard hats at all times. Hard hats will be worn on all commercial
demo jobs as needed. Hard hats will be available to each employee as needed and will be returned at the end of each
use. Employees who do not return their hard hat will be charged $25 to replace the hard hat. Employees who quit

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or are terminated and neglect to return their hard hat will be charged the amount of $25 on their final paycheck.

Gloves
THM will only provide disposable nitrile or latex gloves when necessary for chemical protection for the employee.
All other types of gloves and hand and finger protection are the employees responsibility.

Other
THM is not responsible to provide steel toe or safety toe shoes, prescription eye protection, leather or cloth gloves,
special hearing protection such as custom made earplugs or earmuffs,
Safety is ultimately the employees responsibility THM will not be responsible for any injury to employee that could
have been avoided through using the provided proper personal protective equipment. Failure to use proper PPE
where applicable or necessary will result in: verbal or written warning, and may result in possible termination.
THM understands that job conditions change from time to time. Proper communication with your safety
coordinator or project manager will allow further and more detailed safety conditions. If an employee observes an
unsafe condition or hazard, it is the employees responsibility to stop the job.

Safety in the Workplace


Safety is everyones responsibility and should be priority one at the job site. You are responsible for clients staying
out of the Work Zone. If a client is injured while THM is on the job site, please contact the office immediately.
Do not discuss the injuries/incident with the client.
Injuries sustained on the job MUST BE:
Immediately reported to the project supervisor, Mark, Josh, Matt, Will, or Kris. There are no exceptions.
Failure to comply is grounds for immediate termination.
An incident Report must be filled out within 24 hours.
Injuries requiring medical attention MUST be treated at any number of WorkMed locations, drug screening
will be mandatory.
If you test positive for drugs, it may lead to 3 days unpaid leave and/or termination (consequences are left
to the discretion of management)
Employees may visit Intermountain Health Care Instacare locations on rare occasions.
Paperwork must be sent to the THM office from the treatment facility for processing through our insurance.
If you refuse treatment, you must still fill out an incident report and mark refused treatment. You CANNOT
return to a THM job site the next day without completing this paperwork (these can be found in the EE notification
are). Any injury occurring on a job will be subject to a drug screening.

Tools
Basic tools and safety equipment is required for working on any THM job site. Basic hand tools are to be provided
by YOU, the employee. If an employee does not have these tools upon hire, you must acquire them within 30 days
of hire. For required tools, see the attached tool list. Tools provided by THM are not to be used for personal use.
The employee is responsible for their own tools as well as THM tools. No tool of any kind should be left at a job
site. THM will not replace personal tools that are lost, damaged, misplaced or stolen if left at the job site.
THM-owned tools are kept in the tool crib located in the shop area. All THM tools must be checked OUT and
IN with each use. If the employee fails to check a tool back in and it is missing, THM will require the last known
user of the tool to replace it (see deduction policy).

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If you are on a THM job site without your required tools, you will be sent home with no pay. Please review the tool
list attached.

Company Vehicles
Company vans and trailers are for company use only.
Only employees can be passengers in a company vehicle.
NO smoking or E-Cigs in any of the THM Vehicles

Fuel & Maintenance


Gas and maintenance are provided by THM for company vehicles ONLY. Maintenance to company vehicles will
occur after business hours as much as possible.
In the event that a company vehicle is involved in any accident that disables the vehicles operation, the employee
who typically drives the vehicle has to use their personal vehicle to get to their scheduled job site until the vehicle
can be repaired.
THM will not reimburse for gas for personal vehicle use in the event the vehicle was wrecked by the
employee.
THM vehicles cannot be used for personal use, no exceptions.
All THM vehicles will need to be cleaned out weekly. If you are assigned a van, this is your responsibility.
If not kept clean, your van will be reassigned.

Personal Vehicles/Drivers License


All THM employees must have a current Drivers License and provide proof of vehicle insurance for their personal
vehicle. Failure to have a current Drivers License may result in unpaid admin leave until Drivers License is acquired.
DOT cards are required, unless exempted by THM administration.
Employees are required to get to the assigned job site either in a pre-assigned THM vehicle or personal
vehicle as per the job schedule.
Employees, at times, will need to use their personal vehicles to get to job sites.
Designated employees who are eligible for a company owned van, and one is not available, the employee
could receive a car allowance for using their personal vehicle.
If an employee uses their personal vehicle more than 80% of the time, THM must be listed as an additional
insured on their personal policy.
Employees will receive a $25 reimbursement per week if working outside of weber/davis county more than
2 days during the workweek.

Gas Cards
Gas cards are to be used for THM vehicles only.

Vendor Accounts/Credit Card Use


Employees are required to do the following:
All purchases must be approved by management prior to the purchase
No personal items are to be purchased on any THM account
Purchases will be completed through a phone sale process or pre paid shopping cart process
Employees should not return any material for credit without prior approval and must return credit receipt to
match approval form.

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Phone sale process
All sales must be called in to the office and a phone sale slip must be completed by the admin staff. Receipt must
be turned into the office by 9:00 am the following work day unless the sale occurred on a Friday, then all receipts
are due by COB on Friday. Failure to return the receipt will result in a payroll deduction for the amount of the
purchase.
Use of any credit card or THM account for personal use will be grounds for immediate termination and the
charged amount will be due from the employee in full.

Substance Abuse/Screening
THM has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse
pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these
reasons, THM is committed to the elimination of drug and/or alcohol use and abuse in the workplace.
This policy outlines the practice and procedures designed to correct instances of identified alcohol and/or drug use
in the workplace. This policy applies to all employees and all applicants for employment of THM.

The following work rules apply to all employees:


Whenever employees are working, operating any company vehicle, are present on company premises, or are
conducting related work off-site, they are prohibited from:
Using, possessing, buying, selling, manufacturing, or dispensing an illegal drug (to include possession of drug
paraphernalia).
The presence of any detectable amount of any illegal drug or illegal controlled substance in an employees body
while performing company business or while in a company facility is prohibited.
THM will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting
the employees ability to safely and effectively perform their job duties. Employees taking a prescribed medication
must carry it in the container labeled by the licensed pharmacist or be prepared to produce it if asked.
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may
result in criminal prosecution.

Required Testing
THM retains the right to require the following tests:
Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent
workplace use, possession, or impairment. Kris must be consulted before sending an employee for
reasonable suspicion testing.
Post-accident: Employees are to be tested when they cause or contribute to accidents that seriously damage
a company vehicle, machinery, equipment, or property and/or result in an injury to themselves or another
employee requiring off-site medical attention. In any of these instances, the investigation and subsequent
testing must take place within two (2) hours following the accident, if not sooner.

Confidentiality
Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical
explanations provided to the medical review officer (MRO) shall be kept confidential to the extent required by law
and maintained in secure files separate from normal personnel files.

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Inspections
THM reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees,
contract employees, and visitors may be asked to cooperate in inspections of their persons, work areas, and property
that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to
cooperate in such inspections are subject to appropriate discipline up to and including discharge.

Disciplinary Actions
Failure to follow the above-outlined company policies and procedures is subject to disciplinary action, up to and
including termination. Any offense can lead to termination without taking disciplinary action steps. Disciplinary
action will typically be taken in the following manner, per offense, but is open to manager discretion depending on
the severity of the infraction:
Verbal Warning: The manager discusses the infraction and warns that correction is expected. The manager will
document the discussion and infraction for the employees personnel file. No paperwork is signed or generated for
the employee.
Written Warning: Documentation for repeat of an offense that had previously resulted in a verbal warning will be
signed by the manger and the employee. Documentation will be placed in the personnel file.
Corrective Action: When an offense recurs after a verbal and written warning has been issued, the manager will
develop a formal plan to assist the employee in correcting the behavior, and begins a probationary period for the
employee. The employee, manager, and management must sign the Corrective Action Plan and the plan will be put
into the employee file. Management will notate the event and schedule a follow-up meeting with the manager and
employee to determine the progress and success of the plan. When the management determines that the terms of
the action plan are met, the employee will no longer be under probationary terms.
The manager will determine the length of time of the Corrective Action Plan, which also serves as a probationary
period for ALL offenses. Any violation of policies and procedures, related or unrelated, while a Corrective Action
Plan is in place may result in immediate termination. A Corrective Action Plan may be in place for no less than
30 days and no longer than 90 days. Corrective Action Plans are NOT indefinite for the employee. The employee
cannot receive a raise or a promotion while under corrective action.

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THM Tool List
THM Provides Employee Provides
All Trades
Caulk Tape measure
Shop vac Pencil
Stock safety glasses Sharpie
Ladders Levels and squares
Scaffold Caulking gun
Spot light Extension cord
Faming gun Hand tools
Box fans Razor knife
Brooms and dust pan Gloves
Specialty safety glasses
Tile
Tile saw with appropriate blade Hand tools
Bucket heater All trowels and hand tools
Bullnose wheels Cordless screw gun
Materials (thinset, screws, staples) Compressor, hose, stapler
Small roller covers for waterproofing Ginding stone
4 Grinder Paint roller
Mixing drill paddle
Spacers-shims-wedges
Paint
Basic paint sprayer Brushes and brush cleaning tool
Specialty paint sprayer Rollers
Supplies (tape, plastic, paper, caulk) Paint tray
Respirator Extension pole
Tray liners Tape gun
Roller covers (limited) Disposable body suit

Drywall
Materials (paper, mud, tape, glue, screws) Taping tools (pan, hawk, knifes, banjo)
Screw gun tips Hand tools
Sanding sponge/pole paper Screw gun
Rasp
Sanding pole
Finish Work
Table saw with finish blade Framing/speed square
Mitre saw with finish blade Clamps, hinge template
8 Level Hand tools
Materials (screws, shims, 2x4, glue, nails) Skill saw
Drill bits Cordless drill
Countersink Screw gun
16 & 18 gauge nailer

Demo
Demo hammer, 8lb Hammer
Pickle fork Pry bar
Tarps, plastic, garbage bags

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Employee Handbook Acknowledgement
By signing this form, I acknowledge that I have received a current copy of the Employee Policy Handbook for
THM Remodeling. I understand that it is my obligation to read it, understand it, and abide by the policies described.
I understand and agree that compliance with all Company policies is a condition of my employment with the above
mentioned company. The employee handbook is incorporated into this agreement by reference.
I also understand that my employment with the company mentions above is not to be considered permanent or for
any guaranteed length of time. Our employment relationship will continue as long as it is mutually satisfactory to
both parties. I may resign at any time, with or without notice. And the companies may terminate my employment
at any time, for any reason it deems necessary. I as the employee acknowledge that my employment is at will, and
that I may be dismissed from employment at any time.
I have received the handbook, and I understand that is is my responsibility to read and comply with the policies
contained in this handbook and any revisions made to it

Name (Printed):

Signature: Date:

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